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7 Powerful Ways to Increase Employee Engagement and Retention
Published by: Can X Global Solutions Inc.
Employee engagement and retention have become central themes for businesses striving to build a thriving and resilient workforce. In Canada, where small and medium sized enterprises form the backbone of the economy, ensuring employees feel connected, valued, and motivated is not just a nice to have it’s a necessity for long term success. While perks like bonuses and flexible hours can attract employees, sustainable engagement requires deeper strategies that nurture workplace satisfaction and loyalty. Here are seven powerful and fresh approaches to increasing employee engagement and retention that resonate with the evolving workplace culture in Canada and beyond:
While salary remains essential, today’s employees increasingly seek purpose in their work. Businesses must articulate their mission clearly and demonstrate how each role contributes to that purpose. For example, if your company is in construction, don’t just talk about building structures; emphasize how your projects create homes, workplaces, and communities. Employees who see how their efforts make a meaningful impact are more likely to feel invested in the organization’s success.
Example: Unilever has a strong focus on purpose driven work through its Sustainable Living Plan, where employees know their roles contribute to global sustainability goals. This focus helps Unilever attract and retain top talent who want to make a difference.
Actionable Tip: Incorporate team discussions around company goals. Ask employees for their input on how the business can better fulfill its mission. Their involvement strengthens alignment and fosters a sense of ownership.
Lack of career growth is one of the top reasons employees leave organizations. A clear roadmap that highlights achievable milestones not only motivates employees but also makes them feel supported in their career progression. Unlike generic training programs, tailor individual plans that reflect an employee’s ambitions and strengths. Even in smaller companies, regular check ins to discuss progress and upskilling opportunities can drive engagement and long-term retention.
Example: Shopify, the Canadian e commerce giant, offers its employees personalized development programs and clear growth pathways. Their leadership invests in mentorship and training, ensuring team members know what’s next in their journey.
Actionable Tip: Set realistic, short term, and long-term goals for each team member. Celebrate small achievements to build confidence and momentum.
Micromanagement is one of the biggest morale killers. Instead, encourage a culture of trust by giving employees the autonomy to complete tasks their way. Trust breeds accountability and creativity, empowering employees to take initiative and drive results. In the post pandemic workplace, hybrid and remote work opportunities also play a significant role in fostering trust. By allowing flexible work arrangements, you demonstrate confidence in your team’s ability to manage their time effectively.
Example: HubSpot, a global marketing software company, operates with a “work from anywhere” policy, trusting employees to get their work done from any location. This approach has significantly boosted employee engagement and satisfaction.
Actionable Tip: Instead of measuring time spent working, measure outcomes. Regularly discuss goals and offer support without dictating how the work must be done.
A simple “good job” might not cut it anymore. Employees crave meaningful recognition that is specific, timely, and personalized. Publicly acknowledge employees who go above and beyond, but also make space for quiet achievements like someone resolving a tricky client issue or supporting a team member behind the scenes.
Example: At Salesforce, they use an internal tool called “Chatter” to publicly celebrate achievements and milestones. This fosters a culture of appreciation where employees feel recognized and valued on a daily basis.
Actionable Tip: Implement a peer-to-peer recognition system where employees can nominate colleagues for their efforts. It builds a positive culture where contributions, big or small, are consistently celebrated.
The concept of work life “balance” often creates pressure to separate work from personal life completely, which is unrealistic for many. Instead, focus on fostering work life harmony, where employees feel empowered to integrate work and life in ways that reduce stress. This might include flexible start/end times, mental health resources, or simply encouraging employees to take breaks and use vacation days. When work becomes a fulfilling part of life rather than a burden, employees are more likely to stay engaged.
Example: At Google, employees are provided with on site wellness resources, including gyms, nap pods, and mental health support, which encourage harmony between personal and professional life.
Actionable Tip: Offer resources such as mindfulness apps, wellness stipends, or dedicated mental health days to show genuine care for your employees’ overall well being.
Employees often have the best insights into challenges within their teams or processes. By involving them in problem solving, you give them a voice while encouraging innovation. When employees feel heard and see their ideas implemented, it enhances their sense of belonging and contribution. Create open forums for brainstorming solutions to specific challenges, from workflow inefficiencies to customer pain points.
Example: Toyota famously implemented a practice called “Kaizen,” where frontline workers suggest continuous improvements. This has led to significant efficiency gains and a culture of collaboration and empowerment.
Actionable Tip: Hold monthly “innovation hours” where teams can pitch ideas for improving processes or workplace culture. Recognize and implement the best suggestions.
Engagement flourishes when employees connect not only as colleagues but as people. Strong workplace relationships can be a key driver of retention and overall satisfaction. Encourage team building activities that align with your company’s culture whether that’s outdoor excursions, volunteer work, or casual social events.
Example: At LinkedIn, the company hosts monthly “InDays,” where employees step away from their usual roles to volunteer, learn, or focus on health and wellness together. This fosters camaraderie and a sense of shared purpose.
Actionable Tip: Host regular team building sessions or activities where work discussions take a backseat, allowing employees to bond over shared interests and experiences.”
Improving employee engagement and retention requires businesses to go beyond traditional strategies. In today’s dynamic workplace, employees value purpose, growth, flexibility, and a strong sense of connection. By adopting these seven approaches and learning from real world corporate examples small and large businesses alike can create environments where employees thrive, stay motivated, and remain committed to achieving shared success.
Investing in your team isn’t just good for morale it’s good for business. When employees feel valued and engaged, they don’t just stay they contribute to a culture of growth, innovation, and resilience.
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